Internal engagement and communication, two great allies for your company’s success
Businesses are becoming increasingly aware of the need to implement a successful internal communication strategy. When it is well defined and can be applied, you don’t have to wait long for the results: the company's profits improve, employee engagement increases and collaborative work is consolidated. Furthermore, technology is increasingly making it easier for businesses, particularly in their HR and Communication departments, thanks to more complete and user-friendly systems that drive internal communication and consolidate the engagement of the workforce.
4 factors that increase engagement and the role of the leader in internal communication
At the beginning of the 90s, the famous scientist Stephen Hawking identified communication as one of the drivers of the progress of humanity. By extension, internal communication also contributes to the progress of the organisation (its success) and the increase in the engagement of its workforce, a factor that has become one of the new business objectives.
In this sense, the consultancy, Gallup, has just published a study about employee engagement in companies in the United States, which shows a substantial increase in engaged workers (from 20% to 70% in 10 years) and a progressive decline in ‘burned out’ workers. In the consultancy’s opinion, the companies with the best results have created a collaborative and transparent culture where the employees themselves see their impact on the organisation and on their clients.
When analysing the results of the study, Gallup mentions 4 factors to achieve the increase in employee engagement in these organisations:
Factor 1. Culture of internal communication in the entire company
Whether it was from the HR departments or Communication departments, the businesses in Gallup’s study who produced the best results in terms of engagement and internal communication had achieved it thanks to developing actions that looked to involve the employee and their feedback. This way it is possible to develop the workers’ capabilities in the appropriate direction, at the same time as involving them in the organisation.
And, when an employee receives information and feels they are an active part of the company, you manage to:
- Substantially improve business profits
- Improve customer service and capture new customers more easily
- Increase the retention rate of workers in the organisation
With a collaborative intranet likeLumApps, employees can access their work environments (contents, news, documents, communities, apps or user directories), and internal communication teams can be autonomous and manage the tool easily.
The benefits of this social intranet include:
- Creating digital workers: quickly get the whole workforce into the digital world
- Strengthening worker engagement: extend the corporate culture and regularly request their feedback
- Increasing operational efficiency: break down silos of information and offer all users the correct information
- Promoting internal mobility
- Facilitating connection from anywhere and any device
Factor 2. Engagement starts with the Managing Director and the Board of Directors
In order for employees to increase their engagement, they need a model. And who better than the management of the organisation itself to set an example? They are the spearheads for engagement, aligning their activity with the aims and values of the company.
In the best rated organisations from the Gallup study, managers don’t just manage the company, they also live it and demonstrate it to the other workers.
Living the company also helps them to create a road map adjusted to the organisation and the capabilities of its members.
Factor 3. Management stop being bosses to become coaches
Company managers who lead the employee engagement indices no longer give orders to their workers. Instead, they have become coaches for the employees they are responsible for, encouraging their own teams to the resolve problems they are faced with by themselves.
That’s why they align the training and development policies of the employees to strengthen their capabilities and increase their engagement, as well as achieving better results.
Finally, they prioritise training actions for those employees who perform better and who show more engagement with the organisation.
Factor 4. Recognition as a driver of development
The companies that Gallup identified with the highest percentages of employee engagement consider the recognition of top performing employees as essential to develop their careers and facilitate the organisation’s success.
Furthermore, Gallup shows in the study that the bigger the involvement of the work teams, the higher their rates of productivity, loyalty to the company and service capacity.
Finally, employee engagement is also preserved by establishing personalised development plans, whose objective is not to become a manager, but to be a key factor in the management of the company.
Accordingly, internal communication is one of the most highlighted factors to achieve the engagement of the members of your workforce. That’s why we include LumApps in our portfolio of products, one of the best internal communication tools on the market. Along with its attractive features, this social intranet stands out for its integration with G Suite and Office 365.
Tell us your vision and objectives about internal communication in your organisation and the engagement of your employees. At Intelligence Partner we have in-depth know-how and notable experience in this tool.
Together we will 100% adapt this engagement and internal communication tool so that it responds perfectly to your needs. As Stephen Hawking said, “with the technology at our disposal, the possibilities are unbounded”.
Shall we talk?
